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Title: Study Of Job Satisfaction
Authors: Valsangkar, Abhay
Keywords: School of Social Sciences
Desai, K.G.
Issue Date: 1982
Abstract: A study of job-satisfaction 'makes the managements aware of the areas of 'satisfaction' &. 'dissatisfactions of the employees. Moreover, it has been indicated by the researchers that the job-satis- faction has a hearing on: i) Absenteeism. ii) Turnover. iii) Accidents. iv) Performance. Therefore it becomes extremely importent for the manag- ements to know the extent of satisfaction of the employees. QBJECTIVES: i) To study the extent of job-satisfaction. ii) To study the causes & factors which lead to 'satisfactioh' as well as'dissatisfaction'. iii) To study the employees' attitudes towards: a) Their job. b) Their immediate superiors. c ) ) The manatement. iv) To make some practical suggestions to remove the factors causing dissatisfaction & also to introduce the factors causing satisfaction. METHOLOO GY. i) The study covers only 'skilled' workmen. ii) The sample is fifty & population is one thousand. iii) Method of sampling is 'random sampling' & interviews carried out with the help of 'interview schedule'. TYPES OF INFORMATION CQLZECTED. i) Personal Data. ii) Family Background. iii) Present job, iv) Attitudes towards: a : The job. b : Immediate superior. c:: Management. v) General information; mainly to know the overall impression about the job. FINDINGS & CONCLUSIONS. 1) 3/4 of the respondents have more than ten years of service left but 1/3 of the respondents feel that they don't have any advancement opportunities. ii) 4/5 of the respondents have served for this organization f or more than eleven years; & 98,E of the respondents won't leave the job under 'similar conditions' if offered elsewhere. iii) 62% of the respondents draw more than Rs.1000/- per month. iv) About half of the respondents are either S.S.C. or above S.S.C. & there exists a heterogeneous group of employees with respect to religion, mother-tongue etc. v) More than 4/5 of the respondents are satistied with the job most of the time & like their job positively. vi) About 1/5 of the respondents would leave the present job on 'monetary considerations' though 54% of the respondents regard their salary to be 'inadequate'. vii)To about 3/4 of the respondents, their job give more satisfaction than spare time activities. ix)A bigger majority of the respondents describe their duties, problems, difficulties, responsibilities; with respect to 'production' aspects. one prominent exception to it being that the 1/4 of the respondents identified 'personal problems' which are not tikked to 'production'. x)3/5. of the respondents believe that the organization has a role to play in developing themselves. xi)About 9/10 of the respondents have coanistently displayed the positive attitudes towards their immediate superiors. xii)3/4 of the respondents feel that they get a f air—deal from the management. xiii)Not a single respondent feels that compared to this organization the workers outside are better--off. xiv)About 2/5 of the respondents feel that the employees here are not working at best of their capacities. SUGGESTIONS: i)Company's promotion policy should be refrained & well implemented to give the impression of it's fairness & objectivity. 0 ii)'Job Enrichment' should be introduced especially for those who feel that their abilities are underutilised & also for those who are more educated than the average educational level of the employees. iii) To give more participative opportunities for the employees; an introduction of a suggestion scheme; joint consultations or authority delegation is suggested. iv) Instead of giving only wage trikes only it is suggested to provide a combination of wage rise & welfare amenities to satisfy even those employees who feel their present salaries to be adequate. v) There exists a group of respondents displaying negative attitudes towards supervision. After identification of such problems areas, training programmes for supervisors are to be conducted. vi) As it has been identified by the responden*s that the organization can help them. to develop them; certain P on-the-job & off-the-job training programes based on needs might be launched.
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